Conclusion and Implications THE RELATIONSHIPS BETWEEN WORKING CONDITIONS, FAMILY RELATIONSHIPS AND JOB SATISFACTION OF MYANMAR CIVILIAN SEAFARERS: ROLE OF WORK MOTIVATION AS A MODERATOR.

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78

CHAPTER 5 Conclusion and Implications

5.1 Introduction

This chapter 5 discusses about the conclusion of the research findings. Besides, this chapter discusses about the managerial implication to contribute

what management should do to overcome from negative relationships of working conditions and family relationships to job satisfaction. Next part of this chapter discusses about limitation of research during conducting the research. The last

part discusses about the suggestions for the next research.

5.2 Conclusions

This research has described the issue of how Myanmar seafarers’

working conditions, family relationships and work motivation related to job satisfaction. Thereafter, from 4 hypotheses, two hypotheses were supported. The

findings showed that working conditions positively related to job satisfaction. Otherwise, family relationships have not significant positive relationship to job satisfaction. Further, work motivation generates stronger relationship between

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79 5.2.1 Working Conditions

Myanmar seafarers’ working conditions has significant effect and

positively related to job satisfaction. Working conditions positively related to job

satisfaction since seafarers have to conduct with dangerous conditions and unpredictable weather. Thus, they find less satisfaction on their job.

In addition, long hour of works derive seafarers to less satisfy to their

job. As the impact of long hour works, it induces seafarers to fewer participate in recreation and communication with others coworkers or fellows. Perhaps, these

lead seafarers to feel lonely. Work environment such as noisy at workplace and just having little space to work comfortably may lead seafarers to feel uncomfortable at work and these make seafarers to less satisfy to their job.

Therefore, the better working conditions may induces the greater seafarers’ job

satisfaction, in a different ways, when working conditions better seafarers are

satisfy to their job.

5.2.2 Family Relationships

Myanmar seafarers’ family relationship has no significant effect and

positively related to job satisfaction. In other words, seafarers’ family

relationships are not significant to job satisfaction. This situation caused by the amount of times that seafarers have to exert to their job. Seafarers find difficulty

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un-80 warmly and different. After that, much time spending at work drives seafarers to absence or less fulfil their family responsibility. If they are already married and

have children, they face difficulty to fulfil as a spouse and parents role while they are offshore. Even seafarers are single, they face difficulty to take part in family

affairs and maintain friendship with their friends during their duty on ship.

Subsequently, seafarers less satisfied to their job because of job demands. Job demands lead them not to take relaxed at home. Some seafarers

experienced they have to work on ship again recently they arrive home from ship. Hence, seafarers need better assistance from management to satisfy their job.

5.2.3 Work Motivation

Myanmar seafarers’ work motivation generates stronger relationship

between working conditions and job satisfaction. Seafarers can be motivated from feeling of accomplishment as they are working as a seafarer. Because, their aim

accomplished that lead them to satisfy their jobs. Next, allowing seafarers to learn new skills at their job make them to more satisfy their job. Those new skill enable

seafarers for getting, keeping, and doing well on their job. Recognition for doing job well from superior or employer promotes seafarers to more satisfy their job. Then, seafarers are satisfied their job since their job is challenging and exciting.

Mostly, in this 21st century, people like to work in challenging conditions, thus, seafarers are satisfied with their job. Anyhow, work motivation cannot generate

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81

5.3 Managerial Implication

Job satisfaction is a matter that should be concerned by shipping

companies and management. Sometimes shipping companies only focus on how to get profits and management focus on to get their duty well done without thinking about their employers (seafarers) satisfaction to their job. Thus, it looks

like shipping companies and management do not think about the seafarers’ lives

and attitude on their job. They just force seafarers to finish their job to receive

high profits. Therefore, it is not surprising that seafarers are less satisfied to their job.

The research result indicates that seafarers’ working conditions

positively related to job satisfaction but not significant to relationship between family relationships and job satisfaction. Hence, this research gives insights that

seafarers’ job satisfaction should be understood by shipping companies and

management. Afterward, to promote seafarers’ job satisfaction, shipping

companies and management can assess their employers (seafarers) by using job

satisfaction scale developed to make more informed in their administration. There some suggestions to assist shipping companies and management to promote

seafarers’ job satisfaction, they are:

i. Working Conditions

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82 them (Atambo et al., 2013). Working conditions can assist to promote seafarers’ performances more effectively. Then, when seafarers are working in dangerous

and uncomfortable working conditions, it leads seafarers to less satisfy to their job. Therefore, shipping companies and management should contribute superior

working conditions.

One of the ways is improving safety at work. Safety at work is carried out to ensure working conditions without danger to life or health, or, to avoid

accidents, injuries, occupational diseases and, or at least mitigate their consequences (Bakotić and Babić, 2013). Likewise, another way to contribute

working conditions is improvement of equipment and tools. Equipment (machinery, equipment, plant, tools, supplies, laboratory equipment, etc.) that employees use in their work has to be functional and correctly to avoid injuries at

work or reduced performances (Bakotić and Babić, 2013). The most important

ways is to provide sufficient rest hours and convenient working environment.

Inadequate rest hours make seafarers to become fatigue and negative perspective on their job. Convenient working environment accommodate seafarers to less

stress and more productivity. By doing so, it can simulate seafarers’ working

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83

ii. Family Relationship

Working as a seafarer on ship is considered as a glamorous and

interesting, especially by young people. But, it can also take away family and social life as charges. Viljoen and Müller (2012) expressed in their study that

seafarers find their relationship with their families to be very challenging. The career choice of seafarers creates problems in their relationship with their family because they become in a sense strangers and outsiders to their loved ones.

Further, long periods away from home, reduced number of seafarers per ship, and increased automation caused seafarers to suffer loneliness and homesickness.

Hence, to overcome these impacts, shipping companies and management should contribute seafarers by providing good internet assess to

make contact easily with their families while they are at sea. Nowadays internet is essential for everyone to contact with someone who are at distance and seek knowledge and information. Internet helps seafarers and their family to connect

each other daily or whenever and reduce the sense of being far from each other. Then, shipping companies and management should provide shorter tour duty to seafarers, i.e.; lower than ten months of tour duty on ship. Short tour duty on ship

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84

5.4 Limitations of Research

There were some limitations in this research. The limitation bordered

the research because of unconditional situation and the weaknesses during conducting the research. The limitations of this research as follows:

5.4.1.

5.4.2.

5.4.3.

The research used online research questionnaire form as data collection method. So, the researcher should mail by attaching online questionnaire

form link through social media to the respondents and asking them to participate in the study. The way to get the respondents seemed create

inconvenience situation for respondents, as the impact many seafarers rejected to fill the questionnaire and mostly they are not enthusiastic to fill the questionnaire. Then, 172 questionnaires could not be analyzed further

because of incompleteness and inconsistency in answering the questionnaire.

This research accessible population was limited to Myanmar seafarers

who live in Yangon city so the finding might not be generalizable to any definable population. Furthermore, non-probability sampling method

usage may have limited generalizability.

The research used purposive sampling and was limited to respondents who

have at least one year experience of working as seafarers. As the impact, seafarers who have less experience of working or new comers have fewer

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85 5.4.4.

5.4.5.

5.5 Suggestions

Since the research results showed working conditions could explain

small amount (R-square = 8.1%) variation in job satisfaction, future research expect to conduct in large sample size to prove that working conditions more significantly related to job satisfaction. Then, it had been found out that family

relationships have insignificant result and it positively related to job satisfaction. Therefore, for further research, it might need deeper research to measure family

relationships of seafarers. By doing so, it can help to approve that seafarers’

family relationships have significant relationship to job satisfaction. Moreover, future researches can investigate the relationship between working conditions and Furthermore, this research drew 250 respondents. The number of respondents may not cover all seafarers in Yangon City. Because of the

time limitation in collecting respondents led the researcher drew available respondents that met the qualification. Therefore the real condition might

not fit with the result in this research and it can lead low response rate.

The further limitation of this study was that the respondents were not distinguished accordance with their rank or responsibility of duty on ship. With the intention to reach assessable respondents easily, researcher

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86 job satisfaction by using or controlling demographic variables (e.g. age, tenure

and responsibility) to find distinct empirical result.

Due to time limitation, current research population was drew from Yangon, thus for future researches it is highly advised to conduct research in

different part of Yangon to promote the more detailed analysis. In addition, for future studies researchers are expected to investigate and compare lives of seafarers within domestic and others countries to identify similarities and

differences in job satisfaction of seafarers across countries. Finally, the next researches are expected to relate other effects or factors (i.e. occupational risks,

job perceptions, intention to stay and job performance) to enrich the

understanding about seafarers. Thereby, improve the understanding of seafarers’

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87

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Appendix 1: Table of Seafarers Ranks or Responsibility

No. Seafarers Responsibility

Definition Sources

1. Master The captain or master is the ship's highest responsible officer, acting on behalf of the ship's owner. The captain is legally responsible for the day-to-day affairs of the ship as he/she is in command. It is his responsibility to ensure that all the departments under him perform legally to the requirements of the ship's owner.

https://en.wikipe wik.org/wiki/Sea fSeaf%27s_profe sprofe_and_rank s

2. Chief Officer The Chief Officer/First Mate primary responsibilities are the vessel's cargo operations, its stability, and supervising the deck crew. The mate is responsible for the safety and security of the ship, as well as the welfare of the crew on board.

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95 3. Second

Officer

The Second Mate or second officer is the 3rd most experienced deck department officer after the Captain/Master and Chief Mate. The Second Mates primary duty is navigational, which includes updating charts and publications, keeping them current, making passage plans, and all aspects of ship navigation.

https://en.wikipe ship's safety officer and fourth-in-command (fifth in some ocean liners)

https://en.wikipe combination of these roles.

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96 7. Deck Cadet As part of the team servicing the

day-to-day operations of the ship, Deck

Cadets assist and understudy the ship’s

Deck Officers in their duties. Deck Cadets enter into a training programme that lasts between 18 months and three years, a large part of which will be spent onboard receiving structured training and building up experience.

http://www.marit maintenance and upkeep of the external areas of the vessel. They are also involved in aspects of the navigational, mooring/ anchoring and cargo operations and, Emergency Response.

http://bgc.com.b Engineer is usually in charge of boilers, fuel, auxiliary engines, condensate and feed systems, and is the third most senior marine engineer on board.

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97 10. Junior

Engineer

Junior engineer is the most junior marine engineer of the ship; he or she is usually responsible for electrical, sewage treatment, lube oil, bilge, and oily water separation systems. Depending on usage, this person is called "The Third", or "The Fourth", and usually stands a watch.

https://en.wikipe

The electro technical officer sometimes referred to as the electrical engineer or simply electrician is in charge of all the electrical systems on the ship. The electrical engineer is one of the most vital positions in the technical hierarchy of a ship and engineer is responsible for their assigned work

under the chief engineer’s instructions.

https://en.wikipe dia.org/wiki/Seaf arer%27s_profes sions_and_ranks

12. Engine Cadet Engine Cadet is a trainee officer. Understudies the other engine department personnel. He is candidate to be an engine officer in the future.

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98 perform routine maintenance and cleaning tasks.

14. Wiper A wiper is the most junior crewmember in the engine room of a ship. The role of a wiper consists of cleaning the engine spaces and machinery, and assisting the engineers as directed.

https://en.wikipe dia.org/wiki/Wip er_(occupation)

15. Fitter Fitter is a worker who ensures that the components of a ship are attached together by welding or by riveting. The ship fitter does the job of assembling all the structural parts of the ship and also erecting the same.

http://www.mari on the drill floor or mud pump room as required. Duties include the operation of liquid transfer pumps, stripping pumps, coalesces and separators, strainers, valves, fittings, deck machinery and associated piping. Further responsibilities include

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99 overhauling, repair and general

maintenance of valves, pumps, reach rods, packing glands and stuffing tubes. 17. Motorman The Motorman executes routine checks of the machinery, tanks, bilge and pump-rooms along with the daily operation and maintenance of the machinery.

http://www.maer skdrilling.com/e n/jobs-and- careers/explore- the-different-

offshore-positions/mainte nance-version- 2/motorman- and-engine- room-responsible 18. Chief Cook A chief cook is a person who works in

the kitchen of a ship as the senior member of a cooking team. The chief cook is board responsible for coordinating the preparation and cooking of all meals on the vessel, and he or she may also be responsible for other duties such as cleaning, purchasing ingredients, designing a menu, and so on.

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100

Appendix 2: Questionnaire in English Version

Research Questionnaire: A Descriptive Study on The Relationships between Working Conditions,

Family Relationships and Job satisfaction of Myanmar Seafarers: Work motivation as a Moderator

These questions are made as a tool to find data and information for a thesis which intends to describe about Myanmar seamen who live in Yangon.

Please, kindly fill all the questions which were stated as below.

Part I: Demographic Profile

Instruction: Please, fill the blank (...) and choose one answer number_{(a, b, c,} d, or e) in the following every questions which match to your information.

1.Respondent name: ... (Don’t need to describe your full name)

2. Nationality: ...

3.How old are you?

a. 18-35 years b. 36-55 years c. above 55 years

4.What is your educational level?

a. High School b. Diploma c. Graduated d. Post Graduated

5.What is your marital status?

a. Single b. Married c. Other

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101 a. 200$-700$ b. 800$-1300$ c. 1400$-1900$ d. 2000$- above 2000$

7. How long have you been working as a seafarer?

a. 1-4 years b. 5-8 years c. 9-12 years d. 13 - above 13 years

8.On the average, how many times have you been working on ship in your working career as a seafarer?

a. 1-3 times b. 4-6 times c. 7-9 times d. 10-above 10 times

9.What is your position/responsibility on ship? ...

Part II: Working Condition, Family Relationships, Job Satisfaction and Work Motivation.

Direction: Please mark √ in the following every questions which match to your opinion.

Assessment scale: SD= Strongly Disagree, D= Disagree, N= Neutral, A=Agree, SA= Strongly Agree

No Questions SD D N A SA

1. I am handling harmful or toxic substances at work.

2. Exposed to temperature at work.

3. Exposed to noise at work.

4. I have to lift or move heavy loads at work.

5. I am paying close or very close attention at work.

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102 or difficult tasks.

7. I have little space to work comfortably at work.

8. My work takes up time that I would like to spend with my family.

9. The amount of time my job takes up makes it difficult to fulfil my family responsibility.

10. My job makes it difficult to be the kind of spouse or parent or son that I would like to be.

11. The demands of my job make it difficult to be relaxed all the time at home.

12. I am satisfied with the presents working hours.

13. I am satisfied with my working conditions.

14. I am satisfied with my existing salary.

15. I am not satisfied with the compensation that I get from job.

16. I am satisfied with work relationships with the people around me.

17. I am satisfied with overall job security.

18. I feel satisfied with my job because it gives me feeling of accomplishment.

19. My job allows me to learn new skills for career advancement.

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103 my job well from my superior or employer.

21. I do not blame others; I take responsibility for my part in mistakes.

22. My job is challenging and exciting.

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104

Appendix 2: Questionnaire in Myanmar Vision

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တု႔၏ဆက ႈ ုဆက ႈတု အၾက အ ု ၏ တ အ ေ ႈကု ည၍ ေ ေ င

ုေ သည ေ သည ကု တငေ ုငသည သေ ၤ အေၾက င

ေ ေ သ သည တ အတက ုအ သည အ ကအ က ကု ေ ု င

သည ေက ၍ ေအ ကတငေ သည ေ ကု ည ု ညေ

ေ တၲ အ သည

အ ုင ဥ ေ ႏင ဆုငေသ ကု ေ အကဥ

ညႊ ၾက က ေက ၍ ေ သည ကက (...) တငအေ ကု ည (က

) သ ငေ ေ သည ေ တင သငႏင႔ကုကညသည အေ တ ုကု

ေ ၍ ည

ေ ဆုသအ ည... ( ညအ ညအ ု ည ု )

...

သင၏အသက ေ က

(က) - ႏ ( ) - ႏ ( ) ႏ အ က

သင၏ေ က ည အ ညအ င သည ညသညအဆငတင ငသ ည

(က) အ ကတ ( ) ု ( ) ( ) ႔

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105 (က) ( ) အ ေ င ( ) အ

သငသည ဥ ငေင ည သ ည

(ကဒ ေ ၚ - ေ ၚ ( ဒ ေ ၚ - ေ ၚ

( ဒ ေ ၚ - ေ ၚ ( ဒ ေ ၚ - ေ ၚ အ က

သငသေ ၤ သ အ အ ု ု ကုငသည ည ၾက ည

(က) - ႏ ( ) - ႏ ( ) - ႏ ( ) ႏ - ႏ အ က

သငသေ ၤ သ အ အ ု ု ဥ အၾက ည သေ ၤ ုက သ ည

(က) - ၾက ( ) - ၾက ( ) - ၾက ( ) ၾက - ၾက အ က

သေ ၤ ေ ၚတငသင ညသည /အ ု တ ုင တင ေဆ ငေ သ ည

အ ုင အ ု အေ အေ သ ုဆကဆေ အ ု ေက င ႏင

အ ု ၏ တ အ ေ ႈ

ညႊ ၾက က ေက ၍ သင၏ င င ကႏငကုကညေသ ေအ က ေ တုင တင (√ဒ

တ

အက တတ႔အတုင အတ ု သေ တ သေ တ ၾက ေ ေသ သ ...

(29)

(30)

107 အ ု တ ေၾက ငအ တင

ေအ ေအ ေဆ ေဆ ေ က သည

ကႏု ၏ က အ ု ႏင

ေက ႈ သည

ကႏု ၏ အ ု အေ အေ ႏင

ေက ႈ သည

ကႏု ၏ က ငေငႏင

ေက ႈ သည

ကႏု ၏အ ု ေသ ေ က ေငႏင ေက

ကႏု တ က င သည႔

သ ႏင အ ု ဆကဆေ ကု

ေက သည

ကႏု ၏အ ု ု တ ႈ င

အတက ေက ႈ သည

ေအ င င ႈ ကကု ေ သည အတကကႏု ၏အ ု ေ ၚတင

ေက ႈ သ ု သည

ကႏု ၏အ ု သညအ ု အကုင တု တက ု႔အတကက က င ႈ

အသ သင ငေ သည

ကႏု ၏အ ု ကု ေက င ု

သညအတကကႏု ၏အ က

ၾက (သု႔) သေ႒ ၏အသအ တ င ကု သည

ကႏု သညသတ ကုအ တင

ႈ ကႏု တ ုင တင

အ ငတ သည

ကႏု ၏အ ု သည ေ ၚ ႈ

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108

Appendix 3: Reliability and Validity

Reliability and Validity Scale: Working Conditions

Case Processing Summary

N %

Cases Valid 78 100.0

Excludeda 0 .0

Total 78 100.0

a. Listwise deletion based on all variables in the procedure.

Reliability Statistics

Cronbach's Alpha N of Items

.691 7

Item Statistics

Mean Std. Deviation N

wc1 3.53 .977 78

wc2 3.55 1.180 78

wc3 3.67 1.113 78

wc4 3.64 .897 78

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109

wc6 3.97 .702 78

wc7 3.83 .612 78

Item-Total Statistics

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Corrected Item-Total

Correlation

Cronbach's Alpha if Item Deleted

wc1 22.85 9.976 .481 .633

wc2 22.82 8.279 .622 .581

wc3 22.71 8.730 .598 .591

wc4 22.73 11.186 .318 .678

wc5 22.19 12.495 .220 .695

wc6 22.40 12.061 .276 .685

wc7 22.54 12.434 .253 .689

Scale Statistics

Mean Variance Std. Deviation N of Items

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110

Reliability and Validity Scale: Family Relationships

N %

Cases Valid 78 100.0

Excludeda 0 .0

Total 78 100.0

.607 4

Item Statistics

fr1 3.86 .908 78

fr2 4.10 .847 78

fr3 3.87 .903 78

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111

Corrected Item-Total Correlation

Cronbach's Alpha if Item

Deleted

fr1 11.78 2.900 .518 .425

fr2 11.54 3.239 .449 .448

fr3 11.77 3.660 .246 .645

fr4 11.83 3.751 .358 .558

15.64 5.324 2.307 4

Reliability and Validity Scale: Job Satisfaction

N %

Cases Valid 78 100.0

Excludeda 0 .0

Total 78 100.0

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112

.607 6

Item Statistics

js1 3.40 .873 78

js2 3.42 1.026 78

js3 3.49 .894 78

js4 3. 28 .952 78

js5 3.90 .783 78

js6 3.38 1.108 78

Deleted

js1 17.47 8.123 .393 .543

js2 17.45 6.822 .553 .461

js3 17.38 8.655 .264 .591

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113

js5 16.97 8.934 .276 .586

js6 17.49 7.837 .286 .591

20.87 10.840 3.292 6

Reliability and Validity Scale: Work Motivation

N %

Cases Valid 77 98.7

Excludeda 1 1.3

Total 78 100.0

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114

Item Statistics

wm1 3.68 .910 77

wm2 4.05 .826 77

wm3 3.79 .732 77

wm4 4.16 .670 77

wm5 4.32 .637 77

Deleted

wm1 16.32 3.591 .489 .564

wm2 15.95 3.708 .540 .536

wm3 16.21 4.351 .399 .609

wm4 15.84 4.870 .266 .662

wm5 15.68 4.696 .363 .625

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115

A

ppendix 4: Table Distribution

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116

Appendix 5: Descriptive Statistics

Descriptive Statistics

(40)

(41)

118

Simple Linear Regression Analysis Result for Relationship between Working

Conditions and Job Satisfaction

Variables Entered/Removeda

Model Variables Entered Variables Removed Method

1 _{working conditions}b

. Enter

a. Dependent Variable: Job Satisfaction b. All requested variables entered.

Model Summary

Model R R Square Adjusted R Square Std. Error of the Estimate

1 _.284a

.081 .069 .52955

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119

ANOVAa

Model Sum of Squares Df Mean Square F Sig.

1 Regression _1.874 ₁ _1.874 _6.683 _.012b

Residual 21.312 76 .280

Total 23.187 77

a. Dependent Variable: Job Satisfaction b. Predictors: (Constant), Working Conditions

Coefficientsa

Model

Unstandardized Coefficients

Standardized Coefficients

t Sig.

B Std. Error Beta

1 (Constant) 2.375 .431 5.510 .000

Working

Condition .293 .113 .284 2.585 .012

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120

Simple Linear Regression Analysis Result for Relationship between Family Relationships and Job Satisfaction

1 Family Relationshipsb . Enter

a. Dependent Variable: Job Satisfaction

b. All requested variables entered

Model Summary

Model R R Square Adjusted R Square Std. Error of the Estimate

1 .055a .003 -.010 .55150

a. Predictors: (Constant), Family Relationships

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121

ANOVA

Model Sum of Squares Df Mean Square F Sig.

1 Regression .071 1 .071 .234 .630b

Residual 23.115 76 .304

Total 23.187 77

b. Predictors: (Constant), Family Relationships

Coefficientsa

Model Unstandardized

Coefficients

t Sig.

B Std. Error Beta

1 (Constant) 3.273 .431 7.600 .000

Family Relationships .053 .109 .055 .484 .630

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122

Hierarchal Regression Analysis for Work Motivation as a Moderator on the Relationship between Working Conditions and Job Satisfaction

1 Work Motivation, Working Conditionsb . Enter

2 Working Condition × Work Motivation b . Enter

b. All requested variables entered.

Model Summary

Model R R Square Adjusted R Square

Std. Error of the Estimate

Change Statistics R Square

Change

F Change df1 df2 Sig. F Change

1 .567a .322 .304 .45791 .322 17.789 2 75 .000

2 .598b .358 .332 .44853 .036 4.172 1 74 .045

a. Predictors: (Constant), Work Motivation, Working Conditions

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123

ANOVA

Model Sum of Squares df Mean Square F Sig.

1 Regression 7.460 2 3.730 17.789 .000b

Residual 15.726 75 .210

Total 22.1187 77

2 Regression 8.300 3 2.767 13.752 .000c

Residual 14.887 74 .201

Total 23.187 77

b. Predictors: (Constant), Work Motivation, Working Conditions

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124

Coefficientsa

Model Unstandardized

Coefficients

t Sig.

B Std. Error Beta

1 (Constant) .620 .505 1.228 .223

Working Conditions .162 .101 .157 1.596 .115

Work Motivation .561 .109 .507 5.161 .000

Working Conditions × Work Motivation

2 (Constant) .610 .494 1.234 .221

Working Conditions .087 .106 .084 .821 .415

Work Motivation .628 .111 .567 5.637 .000

Working Conditions × Work Motivation

.097 .048 .207 2.043 .045

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125

Excluded Variables

Model Beta In t Sig.

1 Working Conditions × Work Motivation .207b 2.043 .045